What data does the monthly personnel report need to count?

Generally speaking, the monthly compensation for personnel includes the following contents (from the perspective of six modules of human resources):

1, recruitment and change:

Number of employees (external and internal), number of employees on the job and turnover rate (by department, region, gender, etc.) this month. ).

2. Training:

Statistics this month training frequency, training content, training number, training plan completion rate, department distribution, training coverage and training expenses.

3. Performance:

Performance distribution of people with good performance, people with poor performance and departments this month.

4. Salary:

This month's total labor cost of the company, total labor cost of the department, chain-on-chain growth rate and year-on-year growth rate;

5, labor relations:

This month's employee turnover (promotion and demotion), attendance, analysis of resigned employees, and labor disputes.

6. Major typical special personnel activities:

This month, corporate culture construction activities, employee competition for posts, job title declaration and evaluation, talent introduction plan, talent recommendation plan and other major typical personnel activities.

Extended data:

Personnel work indicators:

First, the number of personnel indicators:

1, divided by administration (headquarters, regions, branches)

2, according to the nature (functional departments)

3. Time period (initial headcount, final headcount, average headcount-average headcount per month = (headcount at the beginning of the month+headcount at the end of the month) /2)

4. Classification by position (manager level, supervisor level, staff level and employee level)

Second, the personnel quality index:

1, education distribution (undergraduate and above, undergraduate, junior college, secondary school, high school, junior high school and below); Average years of education;

2. Age distribution (under 20 years old, 20-29 years old, 30-39 years old, over 40 years old); Average age;

3. Usually, when the personnel quality index is counted, it is combined with the personnel quantity index for binary combination statistics.

Third, the labor time utilization index:

1, attendance rate (%) = attendance man-days (working hours) ÷ system man-days (working hours) ×100%;

2. Overtime intensity index (%) = overtime time ÷ actual working time in the system × 100%.

Four, labor remuneration indicators:

1, total wages and average wages (generally according to a certain range of statistics-headquarters, regional, city companies);

2. The proportion of salary in human resource cost and sales;

3. The fixed and variable salary ratio is used to measure the incentive level;

4. Salary range distribution (distribution of the number of people in a salary grade).

Verb (abbreviation of verb) personnel flow index:

1, turnover rate = number of people lost during the reporting period/average number of people in the reporting period * 100%.

2. The retention rate and turnover rate of the same batch of employees (usually used to measure the stability of core employees)

Retention rate = number of people left/initial number * 100%

Turnover rate = number of people lost/initial number * 100%

3. The length of service distribution of the lost employees.

4. Statistical distribution of brain drain reasons.

5. Proportion of new employees = number of new employees in the reporting period/average number of employees in the reporting period * 100%.